2. Welcome and Introduction Steve Bratt Chief Executive The Electrical Contractors’ Association

3. Apprenticeship Transformation and the Industry Response Steve Burley Director Derry Building Services

4. The Electrotechnical Standard David Barlow Barlows Electrical Paul McNaughton Darke and Taylor Keith Marshall Consultant

5. Richard Review (2012) Apprenticeships to be based on employer defined, industry recognised, government approved standards Standards short and easy to understand One occupation – one standard Apprenticeship purpose - for 16 + new entrants and will ensure they can perform the occupation effectively Minimum 12 months duration, include “off the job training” plus English & Maths to Level 2 Assessment to focus on competence end testing, with introduction of grading. Encourage Engineering Council registration at EngTech level (Introduction of behaviour assessment to achieve EngTech competence).

6. Main Aims of the Reforms Employer driven Employers designing apprenticeships to meet their needs and having more control of the funding Simplicity Replacing complex frameworks with short, simple standards written by employers Quality Improving quality through more rigorous testing and grading at end of apprenticeship

7. What has changed? Current Apprenticeships New Apprenticeships Qualification-basedEmployer-defined outcomes on 2 sides of A4 (the ‘apprenticeship standard’) Comprehensive Government specification Limited Government criteria – focus on what employers require (small and large employers) Developed by employer-led SSCs and development funded by Government Developed by groups of employers – no funding for development from Government Continuous regulated assessment with skills and knowledge assessed separately End-point assessment combining assessment of skills, knowledge and behaviours; Assessment methods specified by employers Linked to professional standards where they exist and are appropriate Graded – Pass is fully competent other grades applied to recognise ability

8. Electrotechnical Trailblazer Development Strategy  Develop Standard (employers)  Consult  Gain approval  Develop assessment Plan (Employers + AOs)  Consult  Gain approval  Address delivery (Employers +AOs + Colleges/employer deliverers/private providers ….)

9. Process Standard (employers) Assessment (employers/Aos) Delivery (employers/AOs/Providers)

10. Assessment  Satisfactorily complete programme before end- test  ‘Stakes in the Ground’  H&S, Principles, Regulations, AM2  Grading  Some ‘units’ graded, most pass/fail  overall grade based on performance in expanded AM2

11. Delivery Issues  Qualification  Level 3 Electrotechnical Qualification, (Installation) or (Maintenance)  Currently offered by C&G and EAL  Highlights behaviours  AM2  Being reviewed  Expand existing approach – more knowledge testing

12. Driving Professionalism through Technician Registration Michelle Richmond Membership and Professional Development Director Institution of Engineering and Technology

13. Working to engineer a better world To inspire, inform and influence the global engineering community, supporting technology innovation to meet the needs of society. 167,000 members 65,000 Professionally Registered

14. Professional Engineering Registration Categories 4 Categories of Professional Registration (assessed in accordance with the Engineering Council Registration Code) CEng IEng EngTech ICTTech The UK Standard for Professional Engineering Competence (UK- SPEC) ICTTech: The Standard

15. UK-SPEC Competency Framework A B CD Ability to work with technology Apply engineering methods Project, process & resource skills Communication & team skills Professional approach Engineering and Technology Discipline Specific Common Skills Electrotechnical Trailblazer Apprenticeship designed to be an exemplifying route to EngTech Professional Registration

16. Peer Review Process of an individual’s competence and ongoing professional commitment A. Smith TMIET EngTech

17. Maintaining the Standard for the Industry Steve Brawley Chief Executive Joint Industry Board

18.  The Electrotechnical Skills Partnership (TESP) and IET have formed a partnership to provide governance of the new apprenticeship standard on behalf of the industry  Key activities:  Monitor and respond to queries from employers and providers  Communicate and consult with industry employers on any changes to the standard  Ensure the standard is reviewed and updated as required  Ensure appropriate quality assurance arrangements are in place around the standard and its delivery

20.  Current Status  DEG has held first meeting  Membership draws on employers from the Trailblazer Development Group plus representatives of TESP and IET  Current focus on progress towards delivery of the new standard, clarifying quality assurance arrangements and recommending to BIS switch off of the current framework following consultation with the industry  Update communication for employers and providers will be developed following next meeting in mid May

21. Funding of Apprenticeships Vince Webb Funding Policy Implementation Manager Skills Funding Agency

22. Apprenticeship Funding - 2016 The Apprenticeship Levy - 2017 apprenticeshipfundingenquiries@sfa.bis.gov.uk Vince Webb Funding Policy Implementation Manager

23. Apprenticeship Funding - 2016

24. Apprenticeship Pilot Funding Model For Standards Co- Payment Funding Price agreed for Training & Assessment Employer 1/3 contribution Government 2/3 contribution Employer Incentive Payments English & Maths Additional Learner Support Government Pays

25. Apprenticeship Pilot Funding Caps For Standards 2014/16 *Standards in cap 5 on 31 st July 2016 are automatically re-designated to cap 6 on 1 st August Maximum Core Government contribution (£2 for every £1 from employer) Cap 1Cap 2Cap 3Cap 4Cap 5 £2,000£3,000£6,000 £8,000£18,000 Employer contribution if the maximum cap is claimed £1000£1,500£3,000£4,000£9,000 Co-funding for training and assessment if the maximum cap is claimed £3,000£4,500£9,000£12,000£27,000 Additional incentive payments Recruiting a 16-18 year old £600 £900£1,800 £2,400 £5,400 For a small business (<50) £500 £900 £1,200 £2,700 For successful completion £500 £900 £1,200 £2,700 Maximum total Government contribution £3,600£4,900£9,600£12,800£28,800

26. Maximum Core Government contribution (£2 for every £1 from employer) Cap 1Cap 2Cap 3Cap 4 NEW Cap 5 NEW Cap 6* £2,000£3,000£6,000 £8,000 £13,000£18,000 Employer contribution if the maximum cap is claimed £1000£1,500£3,000£4,000£6,500£9,000 Co-funding for training and assessment if the maximum cap is claimed £3,000£4,500£9,000 £12,00 0 £19,500£27,000 Additional incentive payments Recruitin g a 16- 18 year old £600 £900£1,800 £2,400 £3,900 £5,400 For a small business (<50) £500 £900 £1,200 £1,950 £2,700 For successf ul completi on £500 £900 £1,200 £1,950 £2,700 Maximum total Government contribution £3,600£4,900£9,600 £12,80 0 £20,800£28,800 Pilot Funding Caps For Standards - August 2016 onwards * Includes Standards automatically re-designated into cap 6 on 1 st August

27. The Apprenticeship Levy

28. The Levy is part of a broader programme of reforms The government is committed to significantly increase the quantity and quality of apprenticeships in England to reach 3 million starts in 2020: New Institute for Apprenticeships led by employers to support quality apprenticeships Employers at the heart of designing new Apprenticeships Standards through the Trailblazer programme Apprenticeships will be given equal legal protection to degrees Abolishing employer NICs for apprentices under the age of 25 from April 2016 Apprenticeship targets for public sector bodies – consulting on new duty on public sector to have 2.3% of its workforce comprised of apprenticeships But a step change in the scale and quality of the apprenticeship programme also requires a step change in funding.

29. The Spending Review set the rate and scope of the levy The levy will be 0.5% of paybill, paid through PAYE An allowance of £15,000 Levy paid on paybill in excess of £3m (2% of UK employers) Employers in England who pay the levy and are committed to apprenticeship training will be able to get out more than they pay into the levy, through a top-up to their digital accounts

30. Two worked examples: Employer of 250 employees, each with a gross salary of £20,000. Pay bill: 250 x £20,000 = £5,000,000 Levy sum: 0.5% x £5,000,000 = £25,000 Allowance: £25,000 – £15,000 = £10,000 annual levy payment Employer of 100 employees, each with a gross salary of £20,000. Pay bill: 100 x £20,000 = £2,000,000 Levy sum: 0.5% x £2,000,000 = £10,000 Allowance: £10,000 - £15,000 = £0 annual levy payment

31. How the Levy will work Government Training Provider Employer Receive training for apprentice Redeem “vouchers” Our objectives: Employer control and simplicity Our objectives: Get the machinery right to provide a quality service while protecting public purse HMRC collect levy (PAYE) Employ Apprentice Offer apprenticesh ip training Receive vouchers (Digital Service) Timely data on training Pay for training with “vouchers” Employer has online account Provide training to apprentice Check training is complete If funding unlocked: Pay provider Register with SFA (Ofsted) Employer and Provider Identity Assurance Pass data on levy payments from HMRC to BIS Unused vouchers expire Top up

32. Next Steps Formal Consultation on implementation Design and governance frameworks Interaction with existing levies Response to Consultation A blueprint for delivery A timetable for implementation On-going stakeholder discussion Detailed mechanism design Transition arrangements Employer/Provider testing SUMMER 2015 AUTUMN 2015…TO IMPLEMENTATION

33. How to Get Involved If you want to advertise an apprenticeship or find out about apprenticeships in your area you can visit https://www.gov.uk/apply-apprenticeship If you want to provide any feedback on the apprenticeship levy, you can email apprenticeshipslevyconsultation@bis.gsi.gov.uk

34. Questions to the Panel